Pursuant to the
provisions of Chapter 150E of the General Laws of Massachusetts, this Agreement
is made this _______________ day of _____________________ 2014, by the SCHOOL
COMMITTEE of the TOWN of SOUTHBRIDGE (hereinafter referred to as, the
Committee) and the SOUTHBRIDGE EDUCATION ASSOCIATION (hereinafter referred to
as, the Association).

ARTICLE 1

PREAMBLE

Recognizing
that the prime purpose of the Committee is to provide education of the highest
possible quality for the students of the public schools of Southbridge, and
that good morale within the teaching staff at Southbridge is essential to
achievement of that purpose, the Committee and the Association, the undersigned
parties to the Agreement, agree that:

1-1 Under the laws
of Massachusetts, the Committee, elected by the citizens of Southbridge, has
final responsibility for establishing the educational policies for the public
schools of Southbridge;

1-2 The
Superintendent of Schools of Southbridge (hereinafter referred to as, the
Superintendent) has responsibility for carrying out the policies so
established;

1-3 The teaching
staff of the Southbridge public schools recognizes their responsibility to
provide quality education to our students;

1-4 Fulfillments
of those respective responsibilities can be facilitated and supported by
consultations and free exchanges of views and information among the Committee,
the Superintendent, and the teaching staff in the formulation and application
of policies relating to wages, hours, and other conditions of employment for
the teaching staff.

1-5 To give
effect to those declarations, these principles and procedures are hereby
adopted:

1-5.1 The Office
of the Superintendent shall, upon written request, furnish to the Association
approved information concerning financial records of the Southbridge School
District.

1-5.2 With a
minimum of 24 hours notice, the Association may request, through the
Superintendent, the use of a building for Association meetings after regular
school hours. There will be no charge for such use during times when custodians
are on regular duty.

1-5.3 The
Committee shall permit the President of the Association or his/her designated
representative to visit any individuals for any purpose relating to the terms
and conditions of this Agreement. If conferences with teachers are necessary,
they shall be scheduled before or after regular school hours.

1-6 The terms of
this Agreement shall not apply where inconsistent with constitutional,
statutory, or other legal provisions. If any provision of the Agreement is
found to be contrary to law by the Supreme Court of the United States or by any
court with competent jurisdiction from whose judgment no appeal has been taken
within the time provided for doing so, such provision shall be modified
forthwith by the parties hereto to the extent necessary to conform thereto. In
such case, all other provisions of this Agreement shall remain in effect.

1-7 The parties
agree that no provisions of this contract shall be deemed to be a limitation of
any rights or powers otherwise provided to the parties by law.

ARTICLE 2

FAIR PRACTICES

There
shall be no discrimination against any teacher on the basis of race, creed,
color, age, as defined by law, sex, handicap, national origin, marital status,
sexual orientation, as defined by law, genetic information, military service,
gender identity or membership and/or lawful participation in the Association.

ARTICLE 3

UNIT RECOGNITION

3-1
The Committee agrees and hereby recognizes the Association as the exclusive
representative of all the professional employees (as such employees are
defined in Chapter 150E of the General Laws of Massachusetts) to whom this
Agreement applies for the purpose of bargaining with respect to wages, hours,
standards of productivity and performance, class size, workload, and other
conditions of employment. Such obligation shall not compel either party to
agree to a proposal or make concession. The above recognition excludes all
Superintendents, School Business Administrators, Principals, Assistant
Principals, Administrators of Special Education, Nurses, Substitute Teachers,
Permanent Substitute Teachers, In-School Suspension Supervisors, Curriculum Supervisors,
Elementary Director of Reading and English/Language Arts, Elementary Director
of Mathematics, and Early Childhood Coordinator and Director(s)/Coordinator(s)
of Curriculum and Staff Development and any position combining teaching and
administrative responsibilities where the teaching responsibilities are less
than half-time.

3-2 All salary
requests by individuals governed by this Agreement will be considered by the
Committee only if they come through the Association.

3-3 The agenda of
the Committee shall be provided to the President, Vice-President, and
Treasurer/Membership Chair of the Association prior to every regular Committee
meeting along with the approved minutes of the previous meeting. Additional
copies of each shall be posted in the teachers room of each building during
the regular school year.

3-4 The
Association shall be provided bulletin board space in the faculty room of each
school for the posting of official notices and other official materials
relating to Association activities.

3-5 The
Association shall have the right to place business related material in the
mailboxes of teachers, subject to prior notification to the Superintendent.
Placement will be made by the building representatives or their designee.

3-6 The
Association shall notify the Committee of the identity of its president,
agents, and officers within five (5) working days of any change of such
positions upon election/appointment of said persons.

3-7 The District
shall provide the Association not later than October 1 of each school year with
a list of the names, home addresses, home telephone numbers and current
assignment and primary work location of all bargaining unit members. The
Association acknowledges that such information is confidential, will be used
for Association purposes only and not disseminated outside of the Association.

3-8 During the
course of the school year, the District shall notify the Association of all
changes to the list. Such notice shall include the names of any unit members
who resign, retire or go on leave and the names, home addresses, and home
telephone numbers of any persons hired during the school year. This notice
shall be provided to the Association within two (2) weeks of any changes in the
composition of the bargaining unit. The Association acknowledges that such
information is confidential, will be used for Association purposes only and not
disseminated outside of the Association.

ARTICLE 4

SCHOOL COMMITTEE RIGHTS AND AUTHORITY

4-1
The Southbridge School District and Southbridge School District Administration
have the following rights and authority: the management of the Southbridge
school system and the direction and the control of the staff, including the
right to plan, direct and control System Wide Operations; to determine the
number and location of operations; to determining the means, methods, schedules
of operations; to alter, rearrange, change, extend, curtail, or discontinue its
operations particularly or completely; to determine the methods of educational
delivery to be used and services to be rendered; to determine the size,
scheduling and assignment of the staff; to establish standards and maintain
quality of performance; to establish and require employees to observe the
publicized rules and regulations and reasonable standards of conduct; to
direct, supervise, and evaluate employees; to conduct mandatory professional
improvement programs; to evaluate and determine the educational curriculum; to
schedule and cancel classes and schools; to determine the level of student
competency; to assign and transfer employees; to promote; to layoff or relieve
employees due to lack of work, lack of funds, or for other lawful reasons; to
determine class size; to institute technological change; to maintain order and
discipline or discharge employees, shall be the right, solely and exclusively,
of the Southbridge School District. The foregoing enumeration of managements
rights are not intended to be all-inclusive, but indicate the type of matters
or rights which belong to, and are inherent to, management, and shall not be
deemed to exclude other rights of management not specifically set forth.

The Southbridge
School District, therefore, reserves all rights, unless they are limited by the
language of a provision of this Agreement. Any of the rights, powers, authority
and functions of the Southbridge School District has prior to the negotiations
of this agreement are retained by the School District, except as expressly
abridged by a specific provision of this agreement.

The Southbridge
School District not exercising rights, powers, authority and functions reserved
it or its exercising them in any particular way, will not be deemed a waiver of
said rights, powers, authority and functions of its rights to exercise them in
some other way not in conflict with a specific provision of this Agreement.

The exercise of
the rights contained in this Article will not be a matter subject to grievance
or arbitration, except to the extent that such rights are expressly limited by
a specific provision in this Agreement.

ARTICLE 5

DURATION

5-1
This Agreement shall be in effect from July 1, 2013, to and including June 30,
2014, except as provided below and shall thereafter automatically renew itself
for successive terms of one (1) year, unless by November 1, prior to expiration
of this Agreement, either the Committee or the Association shall have given the
other written notice of its desire to modify or terminate it.

5-2 It is agreed
that the Committee and the Association will meet at the request of either
party. The time, date, and location of said meeting will be determined by
mutual agreement.

ARTICLE 6

IMPACT BARGAINING

6-1
The Committee shall afford the Association opportunity to impact bargain on
contemplated changes in past practices, wages, hours, and other conditions of
employment. The Association must request impact bargaining within ten (10)
working days of receiving written notification from the Committee to the
President of the Association. Failure to request such impact bargaining shall
constitute forfeiture of the right of the Association and its individual
members to bargain or grieve the change.

The purpose of
this procedure is to secure, at the lowest possible level, solutions to the
problems of interpretation which may arise regarding the wages, hours, and
other conditions of employment of employees covered by this Agreement. The
District and the Association desire that such procedures shall be as informal
and confidential as may be appropriate for the grievance involved and at the
procedure level involved.

7-2
DEFINITIONS

7-2.1 A
grievance is any claim by a teacher or the Association, in writing, that there
has been a violation, misinterpretation, or misapplication of the terms of the
Agreement.

7-2.2 A
working day is defined as a day on which teachers are required to report.

7-3 GENERAL
PROVISIONS

7-3.1 If
in the judgment of the Association, a grievance affects a group or class of
teachers, the Association may submit such a grievance in writing to the
Superintendent directly and the processing of such grievance will commence at
Level 2.

7-3.2
While both parties may maintain files of grievances and disposition thereof,
the District shall not make any entry or file any paper in the personnel file
of any teacher involved in a grievance except as may be required to implement
the disposition thereof, subject to State Law.

7-3.3 No
reprisals of any kinds shall be taken by any party hereto against any person or
party who participated in any grievance proceeding by reason of participation.

7-3.4 For
any grievance not resolved by the last working day of the school year, the
phrase working days shall no longer apply and the phrase calendar days
shall apply until the first working day of the next school year. In the event
the Principal and/or Superintendent or the grievant cannot meet said schedule,
the parties agree to be reasonably flexible during the summer on the processing
of a grievance.

7-3.5 All
grievances under consideration must be processed in accordance with the terms
of the Agreement in effect at the time the incident which gave rise to the
grievance occurred.

7-3.7 The
failure of the District to respond at any level shall be considered a denial
and the grievant and/or the Association may then move the grievance to the next
level.

7-4 GRIEVANCE
LEVELS

In the event the
teacher believes he/she has a grievance, it shall first be discussed by the
teacher or the teacher and a representative of the Association and the building
principal wherein the alleged incident occurred. Such informal discussions, if
they occur, shall not operate so as to extend the time limits set forth herein.
If no satisfactory settlement is made, then the matter shall be settled in the
following manner:

LEVEL 1 The
grievant or the Association shall have up to twenty-one (21) working days from
the date that individual or the Association should have been aware of the event
leading to the grievance to present the grievance, in writing, to the principal
of the building wherein the alleged violation, misinterpretation, or
misapplication of this Agreement occurred. The grievance shall state the nature
of the alleged violation, the exact section(s) of this Agreement on which the
grievance is based, the specific section(s) of this Agreement allegedly
violated by the District and the remedy sought. It must be signed by the
teacher or the Association Representative. The building principal shall answer,
in writing, within ten (10) working days of actual receipt of the grievance by
the principal.

LEVEL 2 If no
satisfactory settlement is agreed upon as provided in Level 1, the grievant
and/or the Association shall have up to five (5) working days to refer the
matter to the Superintendent who shall meet with the parties within five (5)
working days to review the grievance and give a written decision within ten
(10) working after said meeting.

LEVEL 3 If no
satisfactory settlement is agreed upon as provided in Level 2, the grievant
and/or the Association shall have up to five (5) working days to refer the
grievance to the Chairperson of the Committee. The grievance will be scheduled
on the executive session agenda for a closed Level 3 meeting during the next
regular Committee meeting. If the grievance is not within the jurisdiction of
the School Committee and has not been resolved at the Principal or Superintendent
level, as applicable, the Association may submit the grievance to arbitration.
If the District determines that a grievance is not within the School
Committees jurisdiction, it shall so notify the Association at which point the
Association shall have the option to file for arbitration as set forth in
Article 8.

The Chairperson of
the Committee shall give the Committees written decision within ten (10)
working days after the Level 3 meeting.

(a) If no
satisfactory settlement of the grievance is reached as provided in Level 2 or
Level 3, as applicable, the matter may be submitted to arbitration only if the
Association President shall so notify the District, in writing within ten (10)
working days of receiving the Level 2 written decision of the Superintendent or
the Level 3 written decision of the Committee, as applicable.

(b) Time limits
contained in levels of grievance procedure may be extended by written mutual
agreement.

(c) If a
grievance is not appealed to the next level within the specified time limits,
including those specified extensions, it shall be considered settled on the
basis of the answer of the building principal in Level 1, the Superintendent in
Level 2, or the Committee in Level 3.

(d) If any
employee covered by this Agreement shall present any grievance without
representation by the Association, the disposition, if any, of the grievance
shall be consistent with the provisions of this Agreement; and if the
Association shall so desire, it shall be permitted to be heard at each level of
the procedure, beginning at Level 2, under which the grievance shall be
considered.

The resolution of
all formal grievances shall be in accordance with procedures of this Agreement.

ARTICLE 8

ARBITRATION

8-1
The Association, after all steps of the grievance procedure have been properly
utilized and desiring to submit the matter to arbitration, shall notify the
District, in writing, within the aforementioned ten (10) day period. Within ten
(10) working days of notifying the District in writing that it desires to
arbitrate the grievance, the Association shall file with the American
Arbitration Association (AAA or the Department of Labor Relations).

8-1.1 The
arbitrator shall consider only the particular issue or issues presented to
him/her in writing by the District and the Association as submitted in writing
at Level 2 or Level 3 as applicable.

8-1.2 The
authority of the arbitrator shall be limited to the interpretation and/or
application of this Agreement, and the arbitrator shall have no power to add
to, subtract from or modify this Agreement.

8-1.3 The
arbitrator shall have no power to establish salary ranges, differentials,
stipends, pay levels, or longevity payments of any kind. The arbitrator shall
not render a decision contrary to state or federal law.

8-2 The
written decision of the arbitrator, so made, shall be final and binding on both
parties.

8-3 The cost of
the services of the arbitrator(s), including per diem expenses, if any, and the
actual and necessary travel and subsistence expenses will be borne equally by
the District and the Association, but each party shall bear its own expenses
for the presentation of its case.

8-4 Reserved
for future use.

ARTICLE 9

EMPLOYMENT CONTRACTS

9-1
Annually, teachers will be notified as soon as possible, by letter from the
Superintendent or his/her designee, of the following:

(a) Notification
of building assignment for the next school year by the building principal
before the last day of school;

(b) Notification
of teaching assignment for the next school year by the building principal
before the last day of school;

(c) Teachers
degree status, base salary, differential for the upcoming year, date of hire
and years of service in Southbridge, on or before July 31st of the
current school year.

9-2 By the third
Monday of August, teachers will receive a further letter with their program for
the coming school year. This letter will note:

(a) Teaching
schedule

(b) Student class/bus*
lists

(c) Duty schedule
(if applicable)

*Bus lists may not
be available in August, but will be provided when available.

9-3 Each teacher
shall notify the Superintendent as soon as possible of his/her intention to
accept employment elsewhere. Teachers who have accepted a contract in another
district and will not be returning to the Southbridge School District shall
notify the Superintendent before the close of school.

9-4 Teachers may
resign with a thirty (30) day notice. The Superintendent reserves the right to
accept a resignation with less than thirty (30) days if he/she so desires.

ARTICLE 10

TEACHER PROGRAMMING

10-1
The teachers work year shall consist of one hundred eighty-three (183) days,
two (2) of which are Professional Development days, and one (1) staff
preparation/orientation day preceding the opening day of school. A teachers
per diem rate shall be calculated at 1/183rd of his/her annual salary.1

The Professional
Development and Staff Preparation/Orientation days will occur as follows:

 There
shall be two professional days scheduled each academic year by the
Superintendent

 Staff
Preparation/Orientation Day on the day preceding the opening day of school

10-2 A reasonable
effort will be made to rotate teacher assignments for study halls, lunch rooms,
lunch duties, etc. among the staff on an annual basis. All guidance personnel
shall be exempt from such assignments.

10-2.1 Effective
for the 2007-2008 school year, the High School will operate under a seven (7)
period rotating schedule with one daily preparation period and five (5)
teaching periods a day.2 The Middle School will operate under a six
(6) period schedule with one daily preparation period and generally five (5)
teaching periods a day.3

10-3 Release time
for in-service workshops, curriculum revisions, and parental conferences may be
made available at the discretion of the Superintendent. Use of this time shall
be determined by the Superintendent.

10-4 STUDENT
DAY TEACHER DAY

Middle/Senior 7:40
to 2:15 7:20 to 2:35

Elementary 8:30
to 2:45 8:15 to 3:30

The Superintendent
has the right to vary the opening and closing times of the school day by one
half hour for teachers depending upon the educational and operational needs of
the District on an annual basis.

All teachers,
regardless of building assignment, will be required to work a day consisting of
seven (7) hours and fifteen (15) minutes; provided, however, that the total
student instructional time shall not be increased in the elementary schools and
that the remaining time outside of the student instructional time for
elementary school teachers shall be used for professional development or
educational team meetings.

10-4.1 Exception:
On Fridays and days before vacation periods, teachers may leave fifteen (15)
minutes after dismissal.

10-4.2 However,
teachers recognize that additional time may be required from time to time as
circumstances warrant.

10-4.3 Length of
school day among all elementary schools will be equivalent.

10-5 Length of
teacher duty-free lunch shall be equivalent to the length of the pupil lunch at
the school where the teacher works as scheduled by the building principal.

10-6 Except in
unusual or emergency situations, a reasonable effort will be made to provide
high school and middle school teachers with five (5) duty free preparation
periods per week, and said period will be of the same duration as the regular
classroom period.

10-6.1 Except in
unusual or emergency situations, elementary teachers (Grades K-5) will be
entitled to five (5) duty free preparation periods per week, and said period
will be equivalent to the amount of time the teachers class spends in art,
music, health, physical education and library. If there is a reduction in force
of special area teachers, teachers will be scheduled for five (5) duty-free
preparation periods per week at a 15 minute reduction of the normal preparation
period per day in that school.

10-6.2 In those
cases where regular substitutes are not available and a regular teacher
voluntarily agrees to serve as a substitute during his/her non-teaching time,
said teacher will be paid an additional stipend for each period substituted at
the rate of $26.76/period. If no volunteer is available, involuntary loss of
preparation period(s) will be compensated at the rate of $26.76/period:

10-6.3 It is the
responsibility of the building Principal to notify the proper department to
confirm teacher compensation for said substitution period.

10-6.4 Teacher
will not be required to find substitute coverage for classes or non-teaching
duties if they are absent with an excuse. No teacher will be assigned coverage
for an absent teacher with non-teaching duties.

10-7 Faculty
meetings shall not exceed one (1) per month. It is recognized that from time to
time further meetings may be required at the discretion of the building
principal.

10-8 There shall
be an evening parent-teacher conference scheduled at the discretion of the
Superintendent during the month of November at each of the Districts schools.
The conferences for the elementary schools shall take place from 5:30 p.m. to
8:30 p.m., and the conferences for the secondary schools shall take place from
6:00 p.m. to 9:00 p.m. There shall also be an afternoon parent-teacher
conference scheduled at the discretion of the Superintendent during the month
of January or February at each of the Districts schools. The elementary
conferences shall be scheduled from 12:45 p.m. to 3:45 p.m. The secondary
schools conferences shall be scheduled from 12:15 p.m. to 3:15 p.m. These
parent-conferences are in addition to the Parent Open House held by the
District for the purpose of parent orientation referenced in Article 11.

ARTICLE 11

SCHOOL CALENDAR

11-1 The school year calendar will be developed by the
school administration and in compliance with State laws and rules and
regulations of the Massachusetts Department of Education. Prior to its
submission to the School Committee, it will be given to the Southbridge
Education Association for comment and/or suggestions for modification. Should
said comments or suggestions be received by the Administration within five (5)
calendar days after the calendar is submitted, they will be presented to the
School Committee for its serious consideration. The school calendar will
indicate National Education Week and Parent Open House4 at the
different schools and will be made available to the parents.

ARTICLE 12

SENIORITY

12-1.1 Seniority is defined as length of continuous service
as a licensed teacher in Southbridge Public Schools.

12-1.2
Reserved.

12-1.3 Seniority
shall accumulate during an authorized leave of absence if the teacher receives
salary credit for the year.

12-1.4 If a group
of teachers had identical length of service, seniority will be determined by
the date and time of hire identified in the letter of employment issued by the
office of the Superintendent.

12-1.5 Seniority
lists will be posted in the office of each school prior to December first of
each year. The list will show the teachers years of service and areas of
licensure. Corrections and changes will be made to the seniority list only from
December first to December fifteenth.

12-1.6 Leaves of
absence granted in accordance with the provisions of this Agreement shall not
constitute an interruption in continuous service.

12-2 Seniority
shall not accumulate during an authorized leave of absence except as provided
by Section 21-2.2 of this Agreement.

13-1 In the event it becomes necessary for the Employer to
reduce the teaching staff because of financial limitations, declining
enrollments, reasons of economy, changes in curriculum, or other similar
reasons, the procedures set forth in this Article will govern the layoff of
teachers with professional status (PTS) who are to be affected by such
reduction.

13-2 Before the
layoff of any teacher takes place, all reasonable measures such as normal
attrition, leaves of absence, long-term illnesses, new positions, etc., shall
be employed to minimize, delay, or eliminate the need for layoffs.

13-3 The Employer
shall have the sole discretion in determining which position or positions are
to be eliminated, reduced, or redefined.

13-4.1
Professional status teachers shall have the right to replace any
non-professional status teacher holding a position for which the professional
status teacher is licensed.

13-4.2
Professional status teachers to be dismissed due to a R.I.F. shall be dismissed
within affected areas of licensure in inverse order of seniority as defined in
Article 12.

13-4.3
Professional status teachers may bump less senior teachers within their current
areas of licensure.

13-5 Absent
unusual circumstances, the Superintendent will provide written notice to each
employee who may possibly be affected by reduction, no later than June 15,
preceding each school year.

ARTICLE 14

GUIDELINES FOR RECALL

14-1.1 Professional status teachers who have been laid off
will have recall rights for one year from the effective date of their
respective layoffs.

14-1.2 During the
recall period, professional status teachers will be given preference for
positions for which they are licensed and qualified, as position openings
occur, in the inverse order of layoff, and all benefits to which a professional
status teacher was entitled at the time of layoff will be reinstated upon
reemployment within the recall period;

14-1.3
Written notice of recall will be sent to the professional status teacher by
registered mail;

14-1.4 The
professional status teacher shall exercise the recall right within two (2)
weeks of receipt of the notification. Failure of the teacher to respond to the
two week notification for recall will result in the elimination of the teacher
from the recall list;

14-1.5 Teachers
who have been laid off will be given preference on the substitute teacher list,
if they notify the Superintendent, in writing, of their availability;

14-1.6 During the
year of lay-off, teachers must notify the School Department of any change of
address; and

14-1.7 During the
recall period, teachers will be allowed to continue their health insurance
coverage for a period authorized by federal law.

ARTICLE 15

TRANSFERS

15-1 Although the District and Association recognize that
some transfer of teachers from one school to another is unavoidable, they also
recognize that frequent transfer of teachers is disruptive of the educational
process and interferes with optimum teacher performance.

15-2
INVOLUNTARY TRANSFERS

15-2.1 Whenever
any vacancy in an academic position occurs during the school year that the
School District intends to fill, the Superintendent or her/his designee will
notify all school staff by an all staff e-mail and written notice to the
Association President.

15-2.2 First, when
a reduction in the number of teachers in the school system necessitates
transfers, volunteers will be considered for transfer first. Any volunteer
teacher who applies for such a position and is not chosen may request a written
explanation from the Superintendent.

15-2.3 Next, a
teachers evaluations, and length of service in the system will be used to
determine which teacher is to be transferred.

15-2.4 An
involuntary transfer will be made only after a meeting with the teacher
involved and the appropriate administrator or principal, at which time the
teacher will be notified of the reasons for the transfer. This meeting shall
take place within two (2) weeks of said notification.

15-3 VOLUNTARY
TRANSFERS

15-3.1 Any teacher
who desires to change grade, school, and/or subject assignments shall file a
written statement of such desire with the Superintendent between September 1
and April 1 of the prior school year.

15-3.2 The
Principal will consider the following factors regarding a teacher in his/her
determination of voluntary transfer of teacher(s): the teaching experience in
the transfer grade and/or subject area; the concentration of the teachers
degree in the transfer grade and/or subject area; the level of the teachers degree;
the prior evaluations of the teacher, the teachers in-service development;
recommendations from the teachers current Department Head and Department Head
of the subject area of the transfer; and if the Principal establishes an
Interview Panel, the recommendation from the Interview Panel, with such Panel
being composed of Department Heads, a faulty member and an administrator.

15-3.3 The final
decision for selection of personnel for transfer rests with the receiving
principal, in accordance with the Education Reform Act, 1993.

15-3.4
Notice of transfer will be given to teachers as soon as practicable.

15-3.5 All
transfers will be governed exclusively by this section and not any past
practice.

15-4 The
reassignment and utilization of teachers within a school building, by the
principal, will not be considered a transfer, and the current practice of the
Principal meeting with the teacher to be reassigned will continue.

15-5 This section
is subject to the provisions of Chapter 71, Section 59B of the Massachusetts
General Laws.

ARTICLE 16

VACANCIES, PROMOTIONS AND EXTRA PAY ASSIGNMENTS

16-1.1 Whenever any vacancy in a professional position
occurs during the school year, if the School District intends to fill the
position, it will be adequately publicized by the Superintendent by means of a
notice placed on the bulletin boards in the schools of Southbridge an all staff
e-mail, and a written notice to the Association President. During the months of
July and August, written notice of any vacancy will be sent to the Association
President. In both situations, the qualifications for the position, its duties,
and the rate of compensation will be clearly set forth.

16-1.2 When
vacancies exist that the School District intends to fill, the Superintendent
shall look at all levels in his/her search for licensed and qualified personnel
to fill such positions (i.e. he/she shall operate on a system-wide basis).

16-1.3 All
licensed and qualified teachers, currently employed within the system, will be
given an adequate opportunity to apply for such positions.

16-1.4 The
Employer agrees to give due weight to the professional background, attainments
of the applicants, lengths of service in the system, other relevant factors of
applicants for any positions.

16-1.5 All openings
for positions under federal programs will be publicized by the Superintendent
as early as possible. Payment of any earnings for such positions shall be
according to federal/state regulations.

16-1.6 Appointment
will be made without regarding to race, creed, color, religion, national
origin, age, as defined by law, sex, handicap, or marital status sexual
orientation, as defined by law, genetic information, military service, or
gender identity.

16-2.1 All
extra-pay assignments will be posted each year. If a vacancy occurs in an
extra-pay assignment between regular appointment times, and if the School
Committee intends to fill it, the Superintendent will post notices of the
vacancy where position notices are usually posted. Each applicant will be
notified in writing of the appointment decision. No vacancy will be filled less
than ten (10) calendar days after the posting, except in an emergency.

16-2.2 An employee
who holds a position and who is not reappointed to it in accordance with 16.2.1
will be afforded an opportunity, upon request within ten (10) calendar days of
such non-reappointment, to meet with the Superintendent to discuss the
reason(s) for the decision.

16-2.3 When more
than one (1) person indicates an interest in an extra pay assignment and all
other qualifications, in the judgment of the School District are equal,
seniority in the Southbridge Public Schools will become the deciding factor,
and the person with the greatest seniority will be given preference.

16-2.4 Southbridge
Public School personnel will be given preference over persons not employed by
the Southbridge Public School District, when all other qualifications in the
judgment of the School District are equal.

ARTICLE 17

TEACHER EVALUATION

17-1 The new Teacher Evaluation Instrument was bargained
over and agreed upon in Fall, 2013. The new evaluation instrument and the forms
that were bargained and agreed upon for the entire process will be posted on
the Southbridge School District website. The evaluation instrument shall be
subject to revision as state law shall require from time to time. Only
substantive changes in the Evaluation Protocol need to be ratified by the
School District and the Association.

17-2 Reserved.

17-3 Teachers will
have the right, upon written request, for an appointment, to review the
contents of their individual personnel file, and to make copies thereof. The
Superintendent or the Superintendents agent shall monitor the personnel file
review process.

17-4 No material
derogatory to a teachers conduct, service, character, or personality will be
placed in his/her file unless the teacher has had an opportunity to review the
material. The teacher will acknowledge that he/she has had opportunity to
review such material by affixing his/her signature on the appropriate line of
the copy to be filed with the express understanding that such signature in no
way indicates agreement with the contents thereof.

17-5 Any written
complaint regarding a teacher made to any member of the Administration by any
parent, student, or other person will be promptly called to the attention of
the teacher.

17-6 No teacher
with professional status will be reduced in rank or compensation, or deprived
of any professional advantage without just cause, as defined in Massachusetts
General Laws, Chapter 71, Section 42.

19-1 If a teacher is absent from school as a result of an
accident occurring on school property or while in performance of a sanctioned
School function, including physical assault caused while in the performance of
his/her teaching duties, the teachers salary will be maintained by the
following: total pay will equal workers compensation and/or other salary
protection plans, and any difference will be made up by the use of whole or
accrued whole or partial sick days. No other loss of sick days shall occur. It
is understood and agreed by the Association that the Committee or its
authorized representatives shall have the authority to verify the above salary
claim.

ARTICLE 20

SICK LEAVE

20-1 Sick leave is to be used in instances when the teacher
is unable to perform his/her usual duties because of illness or injury.

20-2 Teachers will
be entitled to fifteen (15) sick leave days each school year creditable at the
rate of one and one half (1 1/2) days per month of service. Sick leave days may
be accumulated from year to year with no maximum limit. This policy became
effective September, 1969. However, those teachers who commence working during
the 1988-89 school year or later may accumulate up to a maximum of one hundred
eighty-four (184) days. This policy also applies to any teacher who previously
terminated employment in the Southbridge Public Schools and subsequently
returned in the 1988-89 school year or later.

20-2.1 In cases of
illness of a family member, a teacher may use a maximum of five (5) of the
above-stated days for this reason per school year. These days are not to be in
addition to the above-stated fifteen (15) creditable days per year in item
20-2.

20-3 After three
(3) consecutive days of absences, or if patterns of absences exist, a
physicians certificate may be required at the Committees expense. The teacher
shall submit to examination by a physician mutually acceptable to the Committee
and the teacher, if requested to do so in writing by the Committee or its
agent.

20-4 Upon
expiration of accumulated sick leave, a teachers pay shall be deducted at the
daily rate of 1/183rd of his/her annual base salary.

20-5 Each teacher
will be provided written statement of his/her accumulated sick leave by the
Superintendent no later than October 15 of each school year.

ARTICLE 21

LEAVES OF ABSENCE

21-1 The provisions listed below shall govern leaves of
absence. Any request for leave of absence must be in writing to the
Superintendent of Schools:

MILITARY SERVICE
LEAVES

21-2 A teacher who
is required as a member of the National Guard or as a reserve member of one of
the United States armed forces to be absent from his/her position for the
purpose of active annual training duty or encampment for a period of not more
than seventeen (17) days in a calendar year shall be granted pay for those days
which he is absent from his duties. In addition, such leave with pay will be
granted in those instances where such teacher is involuntarily called to serve
during declared emergencies by virtue of decree or order of the President of
the United States and Governor of the Commonwealth.

21-2.1 The amount
of pay will be the difference between the teachers regular salary and the
compensation received from the military during said period. Reconciliation of
pays shall take place as soon as possible after completion of military leave
and receipt of military pay.

21-2.2 During
military leave, the teacher shall continue to accrue seniority and shall be
placed on the appropriate step on the salary schedule as though the teacher had
never been on leave.

U.S. GOVERNMENT
LEAVES

21-3 A leave of
absence, without pay, may be granted to any teacher who accepts an appointed
position with the United States Government. Said leave, cannot exceed two (2)
years.

21-3.1 Said
leave, if granted, shall be in accordance with the term of the position.

MTA/NEA LEAVES

21-4 A leave of
absence, without pay, shall be granted to any teacher elected to the office of
President of the Massachusetts Teachers Association or the National Education
Association.

21-4.1 Said
leave shall be in accordance with the term of office.

MEDICAL LEAVES

21-5 A leave of
absence of up to one (1) calendar year (365 days) may be granted, without pay,
for medical reasons to any teacher or to any teacher for illness in his/her
immediate family.

MATERNITY LEAVES

21-6 Maternity
leaves of absence shall be given to a female teacher who has been employed by
the District for at least three (3) consecutive months as a teacher, and who
shall give at least two (2) weeks notice to the District of her anticipated
date of departure and intention to return. Such employee shall be entitled to
eight (8) weeks of leave.

21-6.1 The teacher
who is physically unable to work because of disability connected to pregnancy,
as certified by a physician, may use accumulated sick leave (to the extent
covered by accumulated sick leave) to cover those days when she is disabled and
unable to work.

21-6.2 The
parties agree to comply with federal and state statutes governing maternity
leave.

CHILD REARING
LEAVES

21-7 Immediately
upon completion of a child-bearing leave, a teacher may request a parenting or
child-rearing leave up to one (1) calendar year (365 days) which shall be
granted without pay.

21-7.1
Reserved.

21-7.2
Reserved.

ADOPTION LEAVES

21-8 In cases of
adopted children, the parent of the adopted child shall be entitled to a leave
of absence without pay.

21-8.1 Said
leave shall be in accordance with the rules and regulations of the Adopting
Agency.

21-8.2 Said
leave shall be in accordance with the provisions of Section 21-7 above.

PROFESSIONAL
IMPROVEMENT/TEACHER EXCHANGE LEAVES

21-9 Leaves of
absence, without pay, may be granted by the Superintendent, to any teacher for
(a) professional improvement, and (b) teacher exchange program.

21-9.1 Said
leave shall be for a period of one (1) school year.

21-10 Reserved.

21-11 Reserved.

JURY DUTY

21-12 Any teacher
required to serve on jury duty on a regular school day shall receive
compensation in accordance with the then existing Massachusetts law. Any
teacher required to serve on jury duty shall submit the juror service
certificate to the Superintendent for proof of attending jury duty.

CONTINUATION OF
BENEFITS AFTER LEAVE

21-13.1 Upon
completion of his/her leave, the teacher will return to the same step in the
salary schedule which he/she held prior to his/her leave of absence. However,
upon completion of his/her leave, the teacher shall be placed on the next
successive step on his/her salary schedule if the teacher had worked more than
fifty percent (50%) of the school year in which the leave was granted.

21-13.2 Leaves of
absence granted in accordance with the provisions of this Agreement shall not
constitute an interruption in continuous service. Seniority shall not
accumulate during an authorized leave of absence except as provided in Section
21-2.2.

21-13.3 Any
benefits which a teacher was entitled to under this Agreement will be restored
to the teacher upon return from a leave of absence.

21-13.4 The
Association accepts the reality that the District cannot guarantee the return
of any teacher to a specific building, grade level, or special assignment at the
conclusion of a period of leave.

21-14 The School
District shall grant Federal Family and Medical Leave in accordance with School
District Policy. (See Exhibit XIII)

21-15 The School
District shall grant Small Necessities Leave in accordance with School District
Policy. (See Exhibit XIV)

ARTICLE 22

BEREAVEMENT LEAVE

22-1 Each teacher shall be granted up to seven (7)
consecutive calendar days, at full salary, for bereavement leave in each case
of the death of the teachers spouse, child, parent, or step-parent.

22-1.1 Up to three
(3) consecutive calendar days paid bereavement leave shall be granted per
fiscal year in the case of death of the teachers sister, brother,
mother-in-law, father-in-law, grandparent, grandchild, or other person living
in teachers household. One (1) calendar day per fiscal year bereavement leave
shall be granted in case of death of a teachers other relative, in-law, or
close friend.

22-1.2 Any
additional days listed in Section 22-1.1 due to multiple deaths shall be
deducted from the teachers accumulated sick leave, if any. Any paid extension
to these limits (as may be required by travel) shall be made only by the
Superintendent, and if granted, shall be taken from the teachers accumulated
sick leave, if any.

23-1.1 Each
teacher may be granted two (2) days of personal leave of absence for religious,
personal legal or business matters which require absence during school hours.
Any application for personal leave shall state the reason for said leave and
this leave is subject to the approval of the building principal.

23-1.2 Application
for personal leave will be made in writing at least seven (7) calendar days
before taking such leave (except in case of emergencies in which event the
approval of the Principal may be given orally). A request for personal leave
will be deemed approved if the Principal does not respond within 48 school-day
hours that the personal leave was approved or denied.

23-1.3 Personal
leave cannot be taken before or after a holiday or vacation period, during the
first ten (10) days of the school year or during the last ten (10) days of the
school year. Personal leave cannot be taken during the last thirty (30) days of
the school year, except for teachers who request and are approved for use of
such time during this 30-day blackout period by the building principal, in
accordance with Section 23-1.4.

A teacher may
appeal a Principals denial of a request for personal leave during the 10-day
and the 30-day blackout periods to the Superintendent. The decision of the
Superintendent shall be final and not subject to the grievance or arbitration
provisions of this Agreement.

23-1.4 During the
last thirty (30) days of the school year, each building will have a quota
system for the use of Personal Days. The limits are as follows:

High school: two
(2) total personal days to be granted per day

Middle School: two
(2) total personal days to be granted per day

West Street: two
(2) total personal days to be granted per day

Charlton Street:
two (2) total personal days to be granted per day

East ford Road:
one (1) total personal day to be granted per day

Approval of
personal days during the last 30 days of school will be on a first come basis.

Use of these days
by Guidance Counselors, School Psychologists, Team Leaders and Instructional
Resource Specialists shall not be included in the quota system.

23-1.5 Appeals to
the Superintendent made after the quota is filled will be considered by the
Superintendent on a case by case basis. Denials of such requests shall not be
subject to the grievance or arbitration provisions of this Agreement.

23-1.6 A teacher
who has exhausted his/her two (2) days of personal leave may appeal in writing
to the Superintendent for an additional paid emergency day leave. The decision
of the Superintendent will be final and not subject to the grievance or
arbitration provisions of this Agreement.

23-1.7
Personal leave may be taken in half-day increments.

23-1.8 At the end
of the school year in effect, the District will pay teachers $125 per day for
each unused full personal day for that year, which shall be paid in July of
that year by the District.

ARTICLE 24

SABBATICAL LEAVE

24-1 Sabbatical leave may be granted to teachers of the
Southbridge Public Schools by the Superintendent for purpose of study,
educational research, or other work of professional or educational value
subject to the following conditions:

24-1.1 Request for
sabbatical leave must be received by the Superintendent in writing in such form
as required by the Superintendent no later than January 1 of the school year
preceding the school year for which the sabbatical leave is requested. Action
must be taken on all requests by the Superintendent no later than March 1 of
the school year preceding the school year for which sabbatical leave is
requested.

24-1.2 To be
eligible for sabbatical leave privileges, a teacher, prior to application, must
have competed at least five (5) consecutive years of full-time employment in
the Southbridge Public Schools.

24-1.3 Teachers on
sabbatical leave will be paid 3/4 of their annual salary rate, provided that
such pay when added to any program grant or stipend shall not exceed the
teachers full annual rate.

24-1.4 The teacher
shall agree to return to employment in the Southbridge Public Schools for two
(2) full years in the event of a half (1/2) years leave or four (4) full years
in the event of a full years leave. Upon his/her return, the teacher shall be
placed on the appropriate step of the salary schedule as though such teacher
had not been on leave.

24-1.5 No more
than three (3) members of the teaching staff shall be absent on sabbatical
leave at any one time.

24-1.6 Before a
teacher is awarded sabbatical leave, he or she must present a performance bond
or its equivalent to the Superintendent.

24-1.7 If a
teacher does not return or remain the required time in the Southbridge Public
Schools, the teacher will reimburse the full amount of money paid to him/her
while on sabbatical leave to the Town of Southbridge.

24-1.8 The teacher,
within sixty (60) days following the termination of sabbatical leave, shall
submit a written report to the Superintendent of the experiences gained during
the sabbatical leave.

ARTICLE 25

ASSOCIATION LEAVE

25-1 The Association President will be released from
teaching and non-teaching duties two (2) days per year. When an elementary
teacher is President, he/she will be relieved of all administrative duties and
released from teaching duties one day per month to attend to Association
business. When a Middle School or High School teacher is President, he/she will
be relieved of all administrative duties which will result in one duty-free
period per day to attend to Association business. Scheduling of the Presidents
release day shall be arranged between the President and his/her immediate
administrator.

25-2 A maximum of
twelve (12) school days will be allowed for Association Representatives to
attend meetings, conferences, and/or conventions of the Massachusetts Teachers
Association and/or National Education Association. The Association will notify
the Superintendent in writing which representatives are to attend. The
Association will pay for the cost of substitutes for their representatives.

ARTICLE 26

SUMMER SCHOOL AND INSTITUTES

26-1 Persons granted approval by the Superintendent for
early dismissal at the end of the school year, or late arrival at the beginning
of the school year, to attend a summer institute or for educational growth,
will receive full pay for the entire length of the leave.

26-2 After five
(5) days, the teacher will either make a personal arrangement to pay a
substitute or will have the amount of the substitutes pay deducted from
his/her salary.

ARTICLE 27

HEALTH AND SAFETY

27-1 The District shall provide a safe and healthful
workplace, maintaining conditions of employment free of hazards that cause, or
are likely to cause, illness or injury to teachers. This Article shall be
limited to items over which the School Committee has authority to expend funds
(maximum of $5,000).

ARTICLE 28

SUBSTANCE ABUSE

28-1 The use of illicit drugs and/or the abuse of ethical
drugs constitutes a hazard to oneself, fellow employees, students, and an
impairment to ones productivity, as well as being a violation of the law.

28-2 No teacher
shall use, possess, or distribute alcohol or a controlled substance, excluding
prescription medications, while on school property or while performing
professional activities.

ARTICLE 29

WORK STOPPAGE/STRIKE

29-1 During the duration of this Agreement, the Association
shall not cause or sponsor, and no teacher shall cause or participate in any
strike or work stoppage as defined in Chapter 150E, Section 9A (a) as follows:
No public employee or employee organization shall engage in a strike, and no
public employee or employee organization shall induce, encourage, or condone
any strike, work stoppage, slowdown, or withholding of services by such public
employees.

30-1 The District
hereby accepts the provisions of Section 17C and 17G of Chapter 182 of the
General Laws of Massachusetts and, in accordance therewith, shall certify to
the Treasurer of

Southbridge all
payroll deductions for the payment of dues to the Association duly authorized
by employees covered by this Agreement.

ANNUITIES/TAX DEFFERRED
INSTRUMENTS

30-2 The District
hereby accepts the provisions of United States Public Law 87-370 Internal
Revenue Code 501 (c)(3) and, in accordance therewith, shall certify to the
Treasurer of Southbridge all payroll deductions for payments to the Tax
Sheltered Annuity plans and/or other allowable tax deferred instruments as
offered by the Town of Southbridge. Participants are permitted to make changes
to their 403 (b) provider and/or salary reduction agreement at any time during
the school year with the understanding that any changes made will be
implemented within 30 days of receipt of the signed agreement to allow time for
processing. Changes to providers will be pursuant to the Southbridge Public
Schools Provider List that is in effect at the time of the change request. It
is further understood that the 457 deferred compensation plan will be in
accordance with the plan as is provided by the Town of Southbridge.

BANKS

30-3 The District
agrees to make payroll deductions for payments into the financial institution
selected by the teacher for deposit, provided advanced notice is given by the
teacher to the Superintendent and the Town Treasurer.

VOICE OF TEACHERS
FOR EDUCATION

30-4 The School
Committee will vote to accept the provisions of M.G.L. Chapter 182, Section
171. Employees may authorize the District to deduct from their salary a
contribution to Voice of Teachers for Education of an amount which the employee
shall specify in writing. The District will certify on the payroll the amount
to be deducted by the Treasurer. Such amounts shall be transmitted to the
Massachusetts Teachers Association within thirty (30) days.

HEALTH CARE

30-5 Members of
the bargaining unit shall be eligible to participate in the Town of Southbridge
Group Health Insurance Plan subject to the Towns Group Insurance Plan rules
and regulations.

AGENCY SERVICE FEE

30-6 Agency
service fee. All members of the bargaining unit who are employed but are not
members of the Southbridge Education Association as of the ratification date of
the Agreement and all new employees hired after said date shall be required as
a condition of their employment to pay an agency service fee. Said fee shall be
in an amount and be implemented as prescribed under M.G.L.c. 182 Section 17G
and the regulations of the Massachusetts Labor Relations Commission.

30-6.1 For such
employees, the sole and exclusive remedy for non-payment of the fee shall be
for the Association to proceed for collection of the fee. The District shall
not be responsible for the implementation, collection or enforcement of the
Agency Service Fee, except that it will supply any required documentation
establishing that a person is a member of the bargaining unit subject to the
fee. The Association agrees that it will indemnify and hold the District
harmless for any action taken against an employee as a result of this Agency
Service Fee Agreement, including, but not limited to any legal expenses
incurred.

ARTICLE 31

SICK DAY BUY-BACK

31-1 Sick-day buy-back shall be a $30 per unused day after a
minimum of fifteen (15) years service in Southbridge Public Schools immediately
upon retirement from such. This emphatically means:

31-1.1
Resignation or termination is not applicable.

31-1.2 Within
thirty (30) days after retirement, evidence must be submitted to the
Superintendents Office that earned benefits through the Massachusetts
Teachers Retirement Board will commence within six (6) months. Such evidence
shall consist of a letter from the Massachusetts Teachers Retirement Board as
requested by the teacher concerned.

31-1.3
Payment: Second fiscal year following date of retirement.

31-1.4 In the
event a teacher dies, such monies accumulated from sick days will be paid to
the teachers estate.

31-2 Professional
status teachers with a minimum of fifteen (15) years of service in Southbridge
Public Schools who are laid off due to reduction in force and are not rehired
within the one (1) year period (as covered under Section 14-1.1), and do not
refuse to be rehired under this section, will be awarded their accrued sick
days at the prevailing rate of buy-back at the end of the one (1) year
eligible-for-recall period. Timing of payment and eligibility for sick day
buy-back are subject to Sections 31-1.3 and 31-3, respectively.

31-3 Employees hired
after execution of the Memorandum of Agreement for the 1994-1997 Collective
Bargaining Agreement are not eligible for this Sick Day Buy-back.

ARTICLE 32

TUITION REIMBURSEMENT

32-1 The District and the Association will abide by the
terms of the Recertification Guidelines for Massachusetts Educators, January
2000, Commonwealth of Massachusetts.

32-2 Tuition
reimbursement for graduate level courses at the current rate of state college
tuition will be provided as follows: (See Exhibit XII for procedure.)

32-2.1 Beginning
July 1, 2010, tuition reimbursement will be provided for one graduate course
per teacher per year under the following circumstances:

1) Each course
will be reimbursed up to $600 per course per year.

2) A cap of
$30,000 will be set as the total amount of funding budgeted for graduate course
reimbursements per year.

32-2.2
Reimbursement will be provided after successful completion of said graduate
course(s) at a letter grade of B or above.

32-2.3
Reimbursement will be provided after the teacher hand-carries the grade report
to the Superintendents office for verification.

32-2.4
Reimbursement will be provided only for courses which lead to a teachers
recertification in his/her area of primary licensure or current teaching
assignment.

32-3.1 Tuition
reimbursement will be provided for non-credit courses/workshops taken for the
sole purpose of recertification in the teachers primary area of licensure or
current teaching assignment.

32-3.2
Courses/workshops must be offered through a state-approved PDP provider and
must be taken for a minimum of 10 hours/PDPs.

32-3.3
Reimbursement will be provided solely for registration and tuition does not
include studio/material fees.

32-3.4
Reimbursement will be provided after the successful completion of the
course/workshop. PDP certificate from provider to be submitted in place of
course grade.

32-3.5
Professional Development certificates will be issued within thirty (30) working
days of a District-sponsored workshop.

33-1 The new
salary grid, effective as of November 4, 2013, located under Exhibit I shall
govern the wages of the bargaining unit members during the term of this
Agreement.

The base wage
adjustment shall not apply to coaching positions, extra duties, curriculum
stipends, differentials, longevity or any other stipend in the Agreement.

The hourly
professional development rate will be $26.76/hr.

33-1.1
Reserved.

33-2.1
Reserved.

33-2.2
Reserved.

PRO-RATING DEGREE
CHANGES

33-3 Salary for
degree change completed during the school year for teachers not on the salary
schedule will be computed as follows:

(a) find the
difference between the old column and the new column on the salary scale;

(b) prorate the
difference for remaining year and add that amount to old base, this will be the
new salary for the remainder of that year;

(c) the next
years salary will be computed as follows:

(1) take the base
before degree change and add any raises;

(2) add the full
difference between that years columns this is the new base salary for that
year

33-3.1 Salary for
degree change completed during the school year for teachers on the salary
schedule will be computed as follows:

(a) find the new
degree change on the salary schedule;

(b) prorate the
difference for the remaining year and add that amount to the old base; this
will be the new salary for the remainder of the year.

NOTIFICATION FOR
DEGREE CHANGE

33-4 Teachers
planning to receive additional differential salary credit in the next fiscal
year for courses taken must notify the Superintendent in writing by February 1.
Salary credit will be awarded upon official notification to the Superintendent
by submission of transcripts. In cases where credit is not completed during the
specified year, a new notice must be submitted by the following February 1.

33-4.1 If a
teacher is unable to get an official transcript, but has completed the degree
requirements, the Superintendent will accept a letter from the college
confirming the completion of said degree requirements. The Superintendent will
then be authorized to make a salary credit adjustment in accordance with this
Agreement. This adjustment, however, is subject to the teacher filing an
official transcript from the college by the beginning of the next school year confirming
the completion of the degree requirements.

COURSES FOR DEGREE
CHANGES

33-5.1 All
teachers will follow the Massachusetts Department of Education requirements for
licensure.

33-5.2 Teachers
who are in a recognized degree program and having earned fifteen (15) credits
will be placed on the Bachelor +15 step. All teachers must receive prior
approval of the principal of the building and the Superintendent in order to
have credits count toward fulfilling this requirement.

33-5.3
Reserved.

33-5.4 All
professional study, if it is to be considered for salary credit, must have
advanced approval of the building principal and the Superintendent of Schools.
This statement is not intended to prohibit teachers from pursuing licensure in
other areas, pursuing advance degrees in other areas, or pursuing worthwhile
knowledge through legitimate courses. It is required that teachers submit
course approval forms within two (2) weeks prior to registering for such
courses; it is urged that teachers submit said forms at earliest possible date.
The Superintendent will notify the applicant within seven (7) days after
receipt of the form of his/her approval or disapproval. If such notification is
not received within seven (7) days, then the course shall be considered approved.
Any late changes in course elected must be reported immediately to the
Superintendents Office.

33-5.5 To be
considered, degree and course credits must be earned at an accredited College
or University and be relevant to public education.

33-5.6 No professional
incremental credit may be granted for educational activities undertaken prior
to the beginning of service in the Southbridge Public Schools. Only credits
taken after the date of receipt of a Masters Degree shall be applicable to the
salary schedule for M+15, M+30, M+45, M+60, Double Maters/CAGS, and Ph.D.

33-5.7 It is
understood that in-service courses offered by the Southbridge Public Schools
will be accepted only toward meeting the requirements set forth in 33-5.1
above. The Superintendent may require that a teacher, desiring to take a course
outside of Southbridge, provide a written description of the course including
the number and length of meetings for the course, and the system of giving the
course. It is understood that such courses, if accepted, will meet requirements
in 33-5.1 above.

33-6 Reserved.

33-7 Guidance
Counselors, Special Education team chairs, and Information Systems Specialists
may work a total of up to ten (10) additional mutually agreed upon full days
either at the beginning or the end of the regular teachers work year, or a
combination thereof, at the discretion of the building principal and/or the
Superintendent of Schools. Said personnel shall be compensated for such
additional time beyond the school year at 1/183rd of their yearly
rate for each day worked.

33-7.1 Any other
unit member (not listed in 33-7) who is required to work beyond the 183rd
day of the teacher work year shall be compensated at 1/183rd of
their yearly rate for each day worked. No unit member shall be required to work
in excess of ten (10) days. Participating/facilitating in professional
development does not constitute work for the purpose of this Article.

33-7.2 The High
School Department Heads (Social Studies, Science and World Languages) shall be
paid a teachers salary plus a stipend of $4,000.00. Department Heads will
teach four (4) classes daily. Department Heads will work the teacher work year
plus five (5) additional days.

The Middle School
Department Leaders (Social Studies, Science, Mathematics and English) shall be
paid a teachers salary plus $3,000.00. District-wide special area coordinators
shall be paid a teachers salary plus the appropriate stipend listed on the pay
schedule in Exhibit V.

33-8 LONGEVITY

33-8.1 Members of
this bargaining unit shall receive longevity compensation at the beginning of
their 11th, 16th, 21st, 26th, 31st,
and 36th year of service in the Southbridge Public Schools. This
longevity compensation will be added to the qualifying teachers salary and
will be treated as regular earnings.

33-8.2 The
2013 through 2014 schedule is as follows:

Service Year

2013-2014

11-15

$735

16-20

$1,320

21-25

$1,743

26-30

$2,063

31-35

$2,516

36 & over

$2,850

33-9 Reserved.

33-10 Reserved.

33-11 METHOD OF
PAYMENT. Teachers shall have the option of choosing one of the following
methods of payment:

(a) Twenty one
equal pay checks received during the school year;

(b) Twenty one pay
checks, with a lump sum after completion of the required number of work days;

(c) Twenty six
equal pay checks received at two (2) week intervals with no lump sum payment.

33-12
REIMBURSEMENT. Counselors and school psychologists will be reimbursed for out
of town mileage when using their private vehicles on approved school business.
The reimbursement rate will be consistent with the amount allowed for mileage
to other employees of the Town of Southbridge.

33-13 COORDINATOR
STIPEND SCHEDULE (Exhibit V).

33-14 COACHING
STAFF STIPEND SCHEDULE (Exhibit VI, VII, and VIII).

33-15 EXTRA
CURRICULAR STIPEND SCHEDULE (Exhibit IX).

33-15.1 Extra curricular
activities will be administered in the following manner:

33-15.2
Reserved.

33-15.3
Reserved.

33-15.4 The
assigned numbers of personnel per activity and the stipends for the extra
curricular activities in this contract will be strictly adhered to by the
School Committee and the Southbridge Education Association.

33-15.5 The
stipends for the extra curricular activities are in Exhibit IX.

ARTICLE 34

STABILITY OF AGREEMENT

34-1 The failure of the District or the Association to
insist on any one or more incidents, or upon performance of any of the terms or
conditions of the Agreement, will not be considered as a waiver or
relinquishment of the right of the District or the Association to future
performance of any such terms or conditions, and the obligations of the
District and the Association to such future performance will continue in full
force and effect.

ARTICLE 35

TEACHER MENTORING PROGRAM

35-1 Effective for the 2007-2008 school year, the District
will establish a teacher mentoring program with five (5) to six (6) mentoring
designations by the Superintendent in each school in the District. The
mentoring program will be in accordance with guidelines established by the
Superintendent. Each mentor shall receive an annual stipend of $500, subject to
proration for less than a full year of service. For the purposes of this
Article, the middle/high school shall be treated as two separate schools in
connection with the number of mentoring teachers.

Eligible employees
may participate in the Town of Southbridge Before-Tax Health Care Premium
Payment Plan in accordance with the terms and conditions of the Plan, as may be
amended by the Town from time to time.

The following is a
clarification of Article 32, Tuition Reimbursement of the contract.

Proof of payment
demonstrated by:

Canceled check
(both sides)

Credit card
statement

Only statement
header, name, date, course title, and payment amount (All information not
relevant to be whited out) Receipt from college

Reimbursement will
be at whatever that state college charges for Registration and Tuition, subject
to Section 32-2.1.

Courses taken
outside the state college system will be reimbursed at the maximum state
college rate, subject to Section 32-2.1.

Reimbursement does
not include any other fees or costs associated with attending the course.

Reimbursement will
not be provided for attending classes outside the teachers primary licensure
or current teaching assignment.

Steps for
reimbursement:

1. Fill out
Course Approval Form (blue form) prior to enrollment in course.

2. Fill out
Reimbursement Form (yellow form) after completion of the course.

This form has to
be at the Superintendents Office BEFORE JUNE 30 even if you do not have your
grade yet.

Hand carry this
form to the Superintendents Office along with proof of payment andcollege
grade report.

Put a copy in your
personnel file and keep the original for your records.

EXHIBIT XIII

FAMILY AND MEDICAL LEAVE

The District shall
provide Family and Medical leave for eligible employees in accordance with the
Family and Medical Leave Act of 1993 (FMLA) and the Districts FMLA Policy.

EXHIBIT XIV

SOUTHBRIDGE SCHOOL
DISTRICT SMALL NECESSITIES LEAVE ACT POLICY AND PROCEDURES

I. POLICY

A.
Eligibility

Employees that
have been employed by the Southbridge Public School District (the School
District) for at least twelve (12) months and have provided 1250 hours of
service to the School District during the previous twelve (12) month period of
time and qualify for Family Medical Leave status are eligible for leave under
the Massachusetts Small Necessities Leave Act (SNLA).

B. Purpose
and Amount of Leave

An eligible
employee is entitled to 24 hours of SNLA leave for any of the following
purposes:

(1) to
participate in school activities directly related to the educational
advancement of the eligible employees son or daughter5, such as
parent-teacher conferences or interviewing for a new school6;

(2) to
accompany the eligible employees son or daughter to routine medical or dental
appointments, such as check-ups or vaccinations; or

(3) to
accompany the eligible employees elderly relative7 to routine
medical or dental appointments or appointments for other professional services
related to the elders care, such as interviewing at nursing or group homes.

C. Twelve
Month Period

The twelve (12)
month period shall be consistent with that established under the School
Districts Family and Medical Leave Act Policy.

D.
Intermittent Use of Leave

Eligible employees
may use SNLA leave in increments of time of one (1) hour or more.

5 A son or daughter is defined as a
biological, adopted or foster child, a stepchild, a legal ward, or a child of a
person standing in loco parentis. Further, the son or daughter must be under 18
years of age or 18 years of age or older and incapable of self-care because of
a mental or physical disability.

6 A school is a public or private
elementary or secondary school, a Head Start program assisted under the Head
Start Act, or a licensed childrens day care facility.

7
An elderly relative is an individual that is at least 60 years of age and who
is related by blood or marriage.

Eligible employees
that have accrued vacation, personal or sick leave (for medical appointments
only) at the time they use SNLA leave will be required to use such accrued
leave during the time they are on SNLA leave.

Eligible employees
that do not have accrued vacation, personal or sick leave (for medical
appointments only or as otherwise permitted by School District policy or
collective bargaining agreement) at the time they use SNLA leave will receive
unpaid leave.

F. Return
to Work

An employee that
receives SNLA leave will be restored to the position he or she held when the
SNLA leave commenced.

II. Procedures

A. Notice

Eligible employees
must request SNLA leave at least seven (7) days in advance of the time for
which SNLA leave is requested whenever the need for SNLA leave is foreseeable.
If the need for SNLA leave is not foreseeable, an eligible employee must give
the School District notice as soon as practical. All notices to the School
District shall be made in writing unless circumstances prohibit written notice.

B.
Certification

Each time an
eligible employee takes SNLA leave, the eligible employees must complete a
certification. Certification forms are available in the Superintendents
office. As required by law, the certification will be maintained in the
eligible employees personnel file for three (3) years.

This policy was
adopted by the Southbridge School Committee on__________________ ____________, ___2007.

_______________________________________

CHAIR

SMALL NECESSITIES LEAVE ACT

Employee Certification

I certify that on
_____________ I will/did take __________ hours of leave for the following purpose:

[ ] to
participate in school activities directly related to the educational
advancement of my son/daughter.

[ ] to
accompany my son/daughter to a routine medical or dental appointment.

[ ] to
accompany an elderly relative to a routine medical or dental appointment or
appointment for other professional services related to the elders care.

1. The Town of
Southbridge and the Southbridge School District are in urgent need of budgetary
savings to protect crucial services in the current period of fiscal distress.

2. On December
21, 2009, the Association's representatives and the Town Manager agreed to
changes in the health insurance plans offered by the Town.

3. Effective
February 1, 2010, "Network Blue New England Options" and "PPO
Blue Options" will be the Blue Cross/Blue Shield HMO and PPO plans for all
active employees of the Town and School District. All active employees enrolled
in the current BC/BS HMO and PPO plans will be transferred to the new plans,
effective February 1, 2010.

4. Effective
February 1, 2010, the Town will reimburse employees enrolled in the Town's new
BC/BS health insurance plans for certain outpatient surgical and inpatient
hospital stay co-payments pursuant to the terms and procedures set forth in
Appendix A to this Agreement, which is attached hereto and incorporated herein.

5. This Agreement
is made without prejudice to the rights of the Association, the School
Committee and the Town of Southbridge.

6. This
Agreement does not constitute a precedent as to any future changes in the
Town's health insurance plans.

7. This
Agreement is subject to ratification by the membership of the Association and
the School Committee.

WHEREAS, the
School District and the Association are parties to a Collective Bargaining
Agreement covering the term of July 1, 2013 to June 30, 2014 (the
"CBA");

WHEREAS, the
School District and the Association have agreed to amend certain provisions of
the CBA for clarification;

WHEREAS, the
parties have agreed to incorporate the language of this Amendment into the
successor Collective Bargaining Agreement, subject to successor negotiations;
and

WHEREAS, the
parties acknowledge that the agreed upon language of this Amendment #1 is not
intended to change any other provision of the Agreement.

NOW, THEREFORE, it
is agreed by the School District and the Association as follows:

1. Article
10 -Teacher Programming.

A. Section
10-4. The parties agree to amend section 10-4 by adding the following sentence
"A teacher half day is now half of their seven hour and fifteen minute
day."

B. Section
10-4. The parties further agree to revise the sentence in section 10-4 that
states: "All teachers, regardless of building assignment, will be required
to work a day consisting of seven (7) hours and fifteen (15) minutes; provided,
however, that the total student instructional time shall not be increased in
the elementary schools and that the remaining time outside of the student
instructional time for elementary school teachers shall be used for
professional development or educational team meetings" to "All
teachers, regardless of building assignment, will be required to work a day
consisting of seven (7) hours and fifteen (15) minutes; provided, however, that
the total student instructional time shall not be increased in the elementary
schools and the remaining time is building based. It will be used according to
the current practice for things such as parent contact, preparation,
co-planning with other teachers, grade level meetings and SBST meetings."

C. Section
10-7. The parties agree to amend section 10-7 by adding the following sentence:
"Elementary faculty meetings will begin at 3:05."

2. Article
20 - Sick Leave. The parties agree to amend section 20-2 by adding the
following parenthetical to the first sentence "(which may be taken in half
day increments).

3. Article
23 - Personal Day Leave. The parties agree to amend section 23-1.7 by
adding the following sentence: "Half personal days may not be combined for
the purpose of buyback."

This Agreement has
been duly executed by the authorized representatives of the Southbridge School
Committee and the Southbridge Education Association.

34-1 The failure
of the District or the Association to insist on any one or more incidents, or
upon performance of any of the terms or conditions of the Agreement, will not
be considered as a waiver or relinquishment of the right of the District or the
Association to future performance of any such terms or conditions, and the
obligations of the District and the Association to such future performance will
continue in full force and effect.

ARTICLE 35

TEACHER MENTORING PROGRAM

35-1 Effective for
the 2007-2008 school year, the District will establish a teacher mentoring
program with five (5) to six (6) mentoring designations by the Superintendent
in each school in the District. The mentoring program will be in accordance
with guidelines established by the Superintendent. Each mentor shall receive an
annual stipend of $500, subject to proration for less than a full year of
service. For the purposes of this Article, the middle/high school shall be
treated as two separate schools in connection with the number of mentoring
teachers.